In Belgium, young people of foreign origin continue to face inequalities on the job market. Despite an equivalent degree, they have more difficulty getting a job. Numerous studies and tests in real situations confirm this: the name on a CV is sometimes enough to decide whether they will be invited to an interview.
Numerous obstacles, including discrimination
Newcomers and young people with an immigration background face several obstacles when looking for a job: language barrier, non-recognition of diplomas, limited network or lack of knowledge of labour market codes: the obstacles are multiple. In addition, discrimination is also present, a proven obstacle highlighted by several studies conducted in recent years.
A study published in 2016 by researchers Baert and Lippens revealed that candidates with a Turkish last name got 46% fewer job interview invitations than those with a Flemish last name. Research conducted on an international scale confirm this reality: candidates from different ethnic origins are on average 29% less likely to get a positive response from employers.
In 2024, the Unia Center for Equal Opportunities identified 643 cases of discrimination based on origin, including 29% in the professional context. In Flanders, a study carried out in 2024, which served as the first sectoral reference measure on discrimination, showed that in 6 of the 7 sectors studied, cases of discrimination existed because of the ethnic origin or the migratory path of the candidates.
A daily reality for mentees
Our mentees also see discrimination as a major obstacle. An internal survey of more than 7,700 of them reveals that one in ten people feel discriminated against when looking for a job. And that figure is probably underestimated.
“Discrimination must really be fought in Belgium. A lot of people don't realize it, but we live it every day.”
— Malinie, mentor
A graduate in accounting, Malinie notes that she is regularly contacted by her temporary employment agency for temporary assignments. But when it comes to contracts with a stable job perspective, the telephone is silent.
The case of Aminata also illustrates this reality. During her training in beauty treatments, she sought an internship without success, she was told that all the places were already taken. However, when a Belgian friend called on her behalf, an internship suddenly became available. The recruiter was surprised to see Aminata show up in person.
Discrimination affects young people profoundly. It undermines their self-confidence, pushes them to self-discriminate (“why apply if I have no chance? ”) and erodes their trust in the labour market and public institutions.
The mentor provides support
At DUO for a JOB, young people with an immigration background are not alone in facing these challenges. They are accompanied by a mentor: a person who listens, encourages and, above all, informs them about their rights, and how to enforce them.
The role of the mentor goes well beyond simple support. It helps young people to see their diversity as a strength: fluency in several languages, cultural background, creativity and resilience are all assets sought after by employers. But above all, the mentor helps to rebuild self-confidence, an essential element in daring to apply and succeed in the job market.
This support results in a safe space where young people can express themselves freely. The mentor listens, questions, and guides, helping the mentee discover qualities they didn't know existed in them. Gradually, young people are regaining awareness of their strengths and gaining confidence in order to move forward into employment.
Beyond personal development, the mentor also plays a key role in opening doors that are often closed to young people with an immigrant background. In many industries, having a network is as important as a solid resume. Thanks to their contacts and experience, mentors can create opportunities, support their mentees in their efforts and take action against discrimination.
Building relationships to dispel prejudices
Mentoring not only transforms mentees, but also the mentors themselves. All of them follow an intensive training course of four days, during which they learn, in particular, to question their own frame of reference. According to evaluations, nine out of ten mentors develop a better understanding of the situation of young people with an immigration background, and more than a third even see their vision of society change profoundly.
“When you hang out with employers, and I was one myself, or look at the media with one hand on one's heart, they all say: 'On our side, there is no discrimination, it doesn't exist. Neither with us, nor with others, it does not exist. ' I said that too. And then, when I came to DUO for a JOB, I realized that this is the discourse and that everyday reality is very far from corresponding to the discourse. I think that in this role, non-profit organizations like DUO also have a role to play in the evolution of mentalities. And that's a long term job.”
— Paul, mentor and former CEO
Les scientific studies confirm what we are observing on the ground: intensive, well-supervised contact is one of the most effective keys to combating prejudices and discrimination. At DUO for a JOB, a real community is created around this enriching experience of sharing between cultures. These people then pass on this experience to those around them, thus becoming actors committed to the fight against discrimination.
“Sometimes when I talk [with friends] about what I do at Duo, I can see in their eyes, 'Well, that's weird, I thought I wasn't racist, but now I might not react like that. ' It is by being confronted with people I would never have otherwise met that I realize that, in fact, maybe the idea I had was not the right one. I think we are all like that. I think it's interesting to be a little bit confronted with real reality.”
— Paola, mentor
The exclusion of competent persons: a prejudice for the whole of society
Mentoring proves that personal contact works: it breaks prejudices, helps young people with an immigration background to better value their skills, and opens doors to otherwise closed opportunities. But mentoring alone is not enough. The figures and testimonies clearly show that discrimination in employment is still a reality. And that cannot be tolerated. It is high time to act structurally. Because as long as competent and motivated people are systematically excluded, we will all lose out: young people, employers, and society as a whole.
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